Evergreen was hired by the City of Cambridge to conduct a Compensation and Classification Review for its 3,000 employees. The goals of this study are to: identify and mitigate pay equity disparities; attract and retain highly qualified employees; ensure salaries are commensurate with the responsibilities assigned; facilitate recognizable growth; establish justifiable pay differentials between individual roles; maintain a competitive standing to the City’s competitors and surrounding areas; analyze the City’s compensation plan to identify recruitment and retention challenges; recommend a competitive market position for the city; prepare recommendation and impact analysis for positions above the maximum salary grade and step following reclassification; and provide staff training to maintain and revise the system as needed.
Town of Plainville, CT: Classification and Total Compensation Study
Evergreen was hired by the Town of Plainville to conduct a Classification and Total Compensation Study. Evergreen reviewed the current classification grade methodology and proposed recommended strategies for the Town; identified career ladders and promotional opportunities; recommended an appropriate salary range for each position based on the classification plan; recommended implementation strategies; identified any extreme current individual or group inequalities and provided a recommended corrective action plan and process to remedy these; recommended and provided implementation strategies related to other key compensation practices; and conducted a compression analysis to include any recommendations for implementation.
City of Cleveland, TN: Classification and Compensation Study
Evergreen was hired by the City of Cleveland to conduct a Classification and Compensation Study. The goals of the study were to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities were classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.
City of Bell Gardens, CA: Classification and Compensation Study Services
Evergreen was hired by the City of Bell Gardens to perform Classification and Compensation Study Services. Evergreen evaluated the present salary structure as compared to the specific job market for comparable positions in the public sectors, reviewed current job classifications, confirmed, and recommended changes to the hierarchical order of jobs. Evergreen also identified potential pay compression issues and provided potential solutions, and analyzed and made recommendations for changes to the present compensation structure to remain competitive in the job market.
City of Bellingham, WA: Job Classification Market Study
Evergreen was hired by the City of Bellingham to conduct a Job Classification Market Study. Evergreen performed the following tasks: conducted a market pay evaluation; collected salary and benefit data for a total compensation analysis; reviewed job descriptions for all benchmark positions; conducted a job analysis of all bargaining unit classifications; conducted job analysis interviews; analyzed the internal pay relationship between positions; produced recommendations on strategy options for a more effective management of compression issues; and developed tools and guidelines for implementing changes to the classification and compensation plans; and provided necessary instruction to the City to maintain recommendations.
City of Riverdale, GA: Classification and Compensation Study and Analysis
Evergreen was hired by the City of Riverdale to conduct a Classification and Compensation Study and Analysis. Evergreen performed the following: provided a comprehensive evaluation of every job within the city to determine relative worth within the organization for internal equity; reviewed all current job classifications and recommended changes to the hierarchical order of jobs; established appropriate benchmarking standards and conducted a market salary survey; identified potential pay compression issues and provided potential solutions; analyzed and recommended changes to the present compensation structure; and developed guidelines to assist City staff with determining the starting pay for new employees.
Town of Chapel Hill, NC: Compensation Study and Pay Equity and Representative Analysis
Evergreen was hired by the Town of Chapel Hill to conduct a Compensation and Pay Equity and Representative Analysis. Evergreen conducted the following tasks: performed a review of the existing classification plan; simplified and reduced the number of job descriptions and align all jobs into job families with similar roles and functions; built career progression ladders; prepared pay progression ladders and progression opportunities; performed a market salary range study; and drafted a compensation philosophy and review and revise pay policies.
City of High Point, NC: Classification and Compensation Study
Evergreen Solutions was hired by the City of High Point to conduct a Classification and Compensation Study. The aim of this study was to ensure equitable and competitive salaries for all City employees while also establishing a clear and consistent job classification structure. Evergreen assisted the City in attracting and retaining top talent, enhancing employee satisfaction, and improving the overall effectiveness of the City.
City of Crescent City, CA: Comprehensive Compensation Study
Evergreen Solutions was hired by the City of Crescent City to conduct a Comprehensive Compensation Study. Evergreen performed a comprehensive review of the City’s current compensation and classification system which included: reviewing job descriptions; identifying and making recommendations for directly comparable and competitive agencies; completing an internal salary relationship analysis; developing externally competitive and internally equitable salary recommendations for each class; and developing an implementation plan for the study results.
City of St. Louis, MO : Employee Classification and Compensation Study
Evergreen was hired by the City of St. Louis to conduct an Employee Classification and Compensation Study. Evergreen conducted a comprehensive evaluation and analysis of all 6,700 jobs within the City to determine relative value within the organization; evaluated all current job classifications; conducted internal salary relationship analysis and made appropriate recommendations; identified and recommended a relevant salary survey benchmark; identified potential pay compression issues and solutions; and provided a maintenance strategy to maintain.